Tag: recruitment process outsourcing

The recruitment industry is broken and needs to be fixed

Evan, a high-tech senior executive with years of experience and an impressive portfolio was discouraged by the hiring process. He had been searching for his dream job, when six months into searching, none were interested in interviewing him or even getting back to Evan about whether they would be accepting applications – the only thing Evan got back were some some automated messages informed them that his application had been received! We’ve seen how disappointing this is because recruitment experts know all too well just what can happen next: countless unanswered emails; phone calls going straight to voicemail – it’s not enough to just be motivated to send out your best effort each time, but one must also take care beforehand, so nothing falls through the cracks. You have to take care of the talent when it comes in, and not when it is convenient.

New recruitment cycles – nurturing talent

It’s no secret that finding talent is hard. But what if there were a way to find and recruit top notch employees without having an extensive hiring process? What would you say then, eh!? Well, I’ve got some good news for all those HR professionals out there – we found their solution! This article will explore how international infrastructure technology can revolutionize recruitment by providing greater efficiency through transparency when recruiting candidates while also effectively managing data privacy concerns.

We need to rethink the recruiting process. The way it is now, with so many people going looking for jobs and not finding them or even getting rejected before they can start (because employers don’t want anything more than just a temporary worker who will be quitting soon anyway); this isn’t doing anyone any favors! 

We’ve come up with an innovative solution that might help solve these problems – plus it makes finding new talent easier on both sides of hiring: for the HR professionals (who should have better tools) AND employees. Bradford Jacobs has international expertise in finding and understanding the needs of modern talent and what they are looking for – our recruitment process guarantees that both HR departments and jobseekers will find their match with our services.

Out with the old

The old ways of recruiting are broken. They’re inefficient and at a major disadvantage because they fail to prioritize courting top talent, who have already made it clear that this type of approach isn’t good enough for them anymore.

Old recruitment cycles take too long – The delay in responding leaves candidates feeling neglected or ignored which ultimately leads back into more frustrated employees woes about their lack engagement from employers. 

The modern employee is a demanding creature. They want to work in environments that are responsive, transparent and collaborative – but most importantly for them, if their job application process can lead down this path of emotionally intelligent organizations who understand that the long-term survival strategies must include renovations of the recruiting processes. Those that didn’t become outdated or neglectful, as was seen with many companies during The Great Resignation.

“The Great Resignation” spoke volumes on how businesses were failing because leaders did not have good coping skills themselves.

Recruitment – a collaboration between HR & Management

HR departments are currently tasked with hiring and recruitment. However, as Roberta Matuson from Evergreen Talent once said, “hiring should be put back where it needs to – in the hands of hiring managers.” The limited capacity of HR leaders is unrealistic when they’re dealing not only two-plus years’ worth of the COVID 19 pandemic, as well as its aftermath.

HR is busy enough as it is without having to manage the hiring process. Managers can enlist their teams in proactive sourcing, screening, and interviewing qualified people so that HR doesn’t have do all of this work! 

When managers take on more of a leadership role by acting as brand ambassadors for job candidates who reach out through traditional channels (e-mail inboxes are not uncommon), then things will only get better – both internally with happier employees looking forward towards future opportunities, and externally on recruitment front because through a number of advertising options such as newspaper classifieds, social media, etc.

At Bradford Jacobs, our global talent acquisition services include constant collaboration with your managers and company departments, to ensure that the best talent is found and nurtured for your company’s requirements.

Recruitment, Branding & Company Culture

So how does one judge the culture of a company when they have so little interaction? As “Evan” experienced first-hand, human connection isn’t often part of recruiting. Many use an applicant tracking system (ATS). These days ATSs can be your first interaction with employers and it’s cumbersome-long online applications help them collect information that hiring managers need but from workers’ perspectives not so much!

It’s not uncommon for employers to use an ATS when they are looking at hiring new candidates. However, these systems can be poor talent selectors and often screen out capable people due their technical limitations as well! For companies that want top notch employees-the best way would perhaps involve limiting or replacing interactions with your applications?

Companies need to ensure they stand out in the hiring process and appeal with branding. Some companies, such as Disney or Netflix for example are able to speak heartily about their brand, while others pride themselves on being reliable employers like Amazon and FedEx.

What does this mean? It means that when you’re looking at new staff members, there is always room for improvement by making sure that everything from your website design down how people interact feels authentic and relative – this is not just for what’s behind closed doors but also including any video content shared across social media channels, so prospective candidates never feel mislead no matter why they come here!

But the reality is that not every company has brand recognition like Google or Apple. This means it can be worth brainstorming other ways to express your diversity, equity and inclusion efforts in order attract today’s talent who are looking for more than just a paycheck; they want an environment where their voice matters too!

Tips & Next Steps – Use Recruitment Platforms like Bradford Jacobs

Managers should brainstorm ways to reach out and hire employees who have been overlooked by traditional recruitment methods. One way is tapping non-traditional candidates like Evan (a professional road racing expert) because they may be more loyal than others, giving you reward when faced with unfair rejections later on down the line!

Ghosting on job interviews is a huge issue that candidates have been putting up with for years. Candidates want the selection criteria, compensation and working arrangement of their prospective company spelled out upfront so they can make an informed decision before applying to work there – but this decade-long trend continues because companies don’t offer feedback or respond well when applicants ask questions about what will happen after submitting your resume!

If you are looking to fill a job opening, it is important that the process of recruitment does not take too long. The hiring agency should create an enjoyable experience for both parties involved in order attract top talent and reach your goal as quickly possible so there isn’t any unnecessary frustration on either side of this deal!

The way you approach hiring will define your company’s reputation. Stand out by streamlining the process and connecting with candidates on every level, from their interests in becoming an employee to why they left previous employers – all while showcasing what makes it great for this generation of jobseekers! 

All of this and more can be done by partnering with international talent acquisition specialists like Bradford Jacobs – our global infrastructure and access to a global talent pool not only provides you with resources and reach, but our team is ready to collaborate with you every step of the way.For more information, you can contact one of our consultants today, or find out more about our global talent acquisition or recruitment process outsourcing services!

What Are the Benefits of Recruitment Process Outsourcing?

It’s no secret that running a successful company requires hiring the right employees. Otherwise, there are a large number of complications you could experience.

For example, hiring an incompetent worker could harm the reputation of your brand. It could also damage the relationships that you have with your clients.

Interestingly, many entrepreneurs are unaware of the benefits that recruitment process outsourcing offers. Let’s take a look at a brief recruitment process outsourcing guide.

Increased Recruitment Efficiency

If your company does not have enough resources to carry out recruitment on its own, recruitment process outsourcing is a noteworthy solution. Regardless of the size of your team, outsourcing will help you find more talent in less time.

It is also worth mentioning that the costs of outsourcing are lower than those associated with conducting internal recruitment. To help put this into perspective, internal recruitment can cost substantially more money due to the fact that it often takes much longer.

Hire Better Talent

In order to remain competitive in the market, your business must hire qualified professionals.

However, many entrepreneurs do not know how to identify that talent. Trained recruiters who can help you with this arduous task. They have substantial experience in recruiting and screening the best people in the industry.

If they find a potential candidate, they will conduct a series of interviews to make sure that he or she is the right person for the job. This is an invaluable attribute that shouldn’t be overlooked.

Less Risk of Legal Issues

Many companies are subject to violations of employment law.

This occurs when they hire employees without following the correct procedures. Problems could stem from unintentional hiring discrimination, issues with compensation, etc.

However, this is only the beginning of the legal issues that employers could face. By outsourcing your recruitment process, you can avoid what could potentially turn into a complicated legal battle.

Increase in Company Productivity

Arguably the most important benefit of recruitment process outsourcing is a higher rate of productivity for your company.

You can achieve this by hiring better professionals and reducing the amount of time you spend on recruitment. The best workers will bring you the best results. Acquiring these employees as fast as possible will help get you on track toward maximizing productivity.

Increase in Company Profits

With enhanced productivity comes a profit increase. Not only will this allow you to scale your company, but you can also attract more investors. Your workers are the backbone of your entire organization, and they serve as the foundation for your future growth.

So, keep in mind that you can take your company output to the next level through outsourcing recruitment.

Scalability

Every business must adapt to the constant changes in the market.

For example, you must do so if your clients are demanding better customer service or higher product quality. If your team is not prepared for this challenge, they won’t be able to provide great results. Fortunately, recruitment process outsourcing is highly scalable.

As the need for reputable professionals grows, you can scale your recruitment service.

Less Time Spent on Administrative Tasks

It is important for entrepreneurs to focus on the growth of their business and not waste time on administrative tasks.

However, many companies tend to spend a lot of time on non-revenue generating activities. For example, many entrepreneurs spend hours each week writing job offers or conducting candidate searches. Thanks to recruitment process outsourcing, you can avoid this issue completely and get back to what really matters for your business.

You can also ensure that the person you hire is ideal for the job.

Increase in Company Value

One of the main benefits of recruitment process outsourcing is an increase in the value of your business. At the same time, it allows you to focus on building a strong team and managing your business.

This is something to keep in mind if you plan on selling your business one day. It will make it much more attractive to potential buyers.

Better Brand Reputation

If your company recruits the best people on the market, you can make a case that it is one of the best companies to work for.

This will improve your business’s brand awareness and increase its value in the eyes of potential investors. It will also help make hiring top-tier talent easier in the future.

Scope of Work Expansion

Some entrepreneurs choose to outsource their recruitment process because it allows them to focus on expanding their business. As you might guess, this will create many other lucrative opportunities for your business.

At the same time, it will give you a chance to become more competitive in your industry.

Increase in Job Satisfaction For Employees

If your employees are unhappy, they will likely look for a job elsewhere. This is especially true in highly competitive industries like technology or healthcare.

Recruiting the ideal person for the role will minimize the chance of any conflicts occurring.

Understanding Recruitment Process Outsourcing Is Essential

Otherwise, there’s a good chance that you won’t be able to take advantage of the opportunities that you encounter. Recruitment process outsourcing will help you overcome most of the obstacles in your way. Be sure that you keep these recruitment process outsourcing tips in mind while moving forward, as it can mean the difference between whether or not you reach your goals.

Want to learn more about what we have to offer? Feel free to get in touch with us today and see how we can help.